TENTATIVE AGREEMENT BETWEEN THE CITY OF CHULA VISTA ("CITY") & NON-SAFETY INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, LOCAL 2180 ("NON-SAFETY IAFF")
June 26, 2023
WHEREAS, the City ("City") and the Non-Safety International Association of Fire Fighters, Local 2180 ("NON-SAFETY IAFF") had previously entered into a Memorandum of Understanding covering the period 2021 - 2023 ("2021-2023 MOU"); and WHEREAS, the City and NON-SAFETY IAFF formally met and conferred to negotiate a successor MOU as required under the Meyers-Milias-Brown Act ("MMBA"); and WHEREAS, the City and NON-SAFETY IAFF have reached a tentative agreement as set forth below.
NOW THEREFORE, the City and NON-SAFETY IAFF agree as follows:
I. The 2021-2023 MOU, as amended, is hereby further amended to read as follows:
ARTICLE 1.07: TERM AND EFFECT OF MOU
3-year term July 14, 2023 - June 30, 2026
2. ARTICLE 2.01: WAGES
I. Salary and Equity Adjustments:
a. Emergency Medical Technician (Non-Safety)
i. 7% salary adjustment in the pay period after which City Council adopts via resolution in open session
ii. 3% salary adjustment effective the first full pay period of July 2024 ili. 3% salary adjustment effective the first full pay period of July 2025 b. Paramedic (Non-Safety)
i. 7% salary adjustment in the pay period after which City Council adopts via resolution in open session
ii. 2% salary adjustment effective the first full pay period of January 2024 (equity)
iii. 2% salary adjustment effective the first full pay period of July 2024 iv. 2% salary adjustment effective the first full pay period of January 2025 (equity)
v. 2% salary adjustment effective the first full pay period of July 2025
3. ARTICLE 2.04: COMPENSATORY TIME PILOT PROGRAM
The decision to reimburse for overtime hours worked with compensatory time off (CTO) in lieu of pay will be at the discretion of the employee for the first 60 hours per each fiscal year, 1 but after 60 hours each fiscal year the decision to allow CTO shall be at the discretion of the Fire Chief based on the employee's request while recognizing the overall needs of the department and staffing requirements. The maximum annual accrual of compensatory overtime in any fiscal year will be 120 hours—CTO may not be drawn down and built up to stay under the 120-hour maximum. Absent an agreement to extend this pilot program it will expire June 30, 2026. All CTO will be cashed out the last full pay period of each fiscal year.
4. ARTICLE 2.05: UNIFORMS
"The City shall during the term of this MOU furnish, repair or replace for unit employees, as determined by the Fire Chief, Class B - Class D uniforms. Class A uniforms will be furnished once employee achieves top step in their classification."
5. ARTICLE 2.07: BILINGUAL PAY
"Testing will be completed two times annually (January and July). Employees requesting bilingual pay will also be invited to test if comparable testing is scheduled for another bargaining unit."
6. ARTICLE 3.05 HOLIDAYS
1. Scheduled Holidays
A. Employees assigned 24-hour shift will receive one hundred thirty-forty (130 140) hours holiday pay at straight time each fiscal year. Holiday pay shall consist of approximately
5.00 5.3846 hours per pay period for each employee in the bargaining unit.
B. Employees Assigned to an Administrative Assignment (40-hour work week):
Hard Holidays for employees who work the traditional Monday through Friday work week will be celebrated on the day that City offices are closed. For the term of this agreement, the following are the recognized hard holidays: New Year's Day, Martin Luther King's Birthday. Cesar Chavez Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Veterans' Day, Thanksgiving Day, Day After Thanksgiving. and Christmas Day.
1. Hard Holiday Pay
a. Full time employees shall receive eight (8) hours pay at their regular hourly rate for each hard holiday.
b. For all employees if a hard holiday falls on the employee's first regularly scheduled day off. the holiday will be recognized on the previous day: if it falls on the employee's second regularly scheduled day off. the holiday will be recognized on the following day. If the eligible employee must work on the day to be recognized as a hard holiday, the employee shall be paid overtime compensation in addition to the hard holiday pay. Overtime compensation, in addition to the holiday pay, shall be paid to eligible employees who must work on any hard holiday.
C. Employees who work an alternative work schedule and who cannot observe a normal holiday schedule:
2 i. If a hard holiday falls on the employee's regularly scheduled day off. the employee will receive eight (8) hours pay.
ii. If a hard holiday falls on an employee's regularly scheduled work day and the employee takes that day off. he or she will receive eight (8) hours of holiday pay for that day and may use the appropriate number of hours of discretionary leave to supplement the eight-hours (8) of holiday time in order to reach 40-hours for that work week.
Or, with supervisor approval, the employee may choose to work the appropriate number of hours during the week of the holiday in order to reach a total of 40 hours for that work week.
If an employee works a hard holiday. the employee will receive the appropriate holiday hours pay based on their established schedule plus time and one-half for each hour actually worked.
For payment purposes, if a hard holiday falls on a Saturday or Sunday, the day of observance shall be the actual day of the holiday for employees working a non-Monday- Friday flexible work schedule OR the day when the normal operations of his or her department or division are closed for those employees working a Monday-Friday flexible work schedule.
2. Floating Holidays
Effective the first pay period in July of each fiscal year of this MOU, employees shall be credited with eight (8) hours floating holiday time each for Lincoln's Birthday.
Washington's Birthday, and Admission Day. Employees may take floating holiday time at their discretion, subject to staffing needs and with the approval of their Appointing Authority.
Floating Holiday Use - Employees using floating holiday time before the holiday passes and subsequently leaving City service will be charged for such time. Employees who do not use their floating holiday time before June 30 of the fiscal year will lose such time. The smallest unit of time chargeable to floating holiday time is one half hour.
7. ARTICLES 3.02, 3.03: VACATION; SICK LEAVE (Incorporate existing Side Letter) Amend Article 3.02 Vacation (II)(A)(6) Vacation Leave Sell Back to read:
All members of represented classifications who have completed at least five (5) years of City service shall have the option of selling 56 hours of accrued vacation leave back to the City one time annually. each calendar year. The accumulated vacation leave balance will be reduced accordingly. The cash out may not be made until the hours have been accrued in the Calendar year. Payment of vacation leave hours will be made the first payday of any month provided that the Finance Department has received ten (10) working days advance notice of the request prior to payday. Elections for annual cash out must be made by December 1 of the prior calendar year.
Amend Article 3.03 Sick Leave as follows:
(G)(1) Employees shall have the option of converting 25% of their accumulated unused sick leave for the fiscal calendar year to pay. In calculating the number of hours that could be converted to pay, all computations shall be rounded to the nearest whole hour. and the fiscal year will beconsidered to start and end with the first pay period commencing in July of each year Elections for annual cash out must be made by December 1 of the prior calendar year. 3 8. ADD ARTICLE 2.15 "POST EMPLOYMENT HEALTH PLAN" AS FOLLOWS:
(Incorporate existing Side Letter)
Local 2180 represented Employees may participate in an Insurance Premium Reimbursement Account ("106 Plan") Post Employment Health Plan ("PEP"), subject to the terms of the PEP document, to be solely funded with mandatory Eligible Employee contributions as specifically identified by the bargaining unit and approved by the Director of Human Resources, which is currently as follows: Employees not wishing to participate in the PEHP may sell back up to 100% of vacation and Compensatory Time Off (CTO) balances the last full pay period of employment preceding your last day on payroll prior to retirement. No City funds shall be used to maintain or fund this plan. Employees are fully responsible for meeting all funding requirements. Employees are further solely responsible for any and all tax consequences related to the 106/PEHP plan.
ADMINISTRATIVE SPECIAL ASSIGNMENTS
Creation of 40-hour/week schedule Emergency Medical Technician (Non-Safety) and Paramedic (Non-Safety) classifications. Biweekly salary will be set by converting a 56-hour workweek (40 hours straight time and 16 hours overtime) to a 40-hour/week hourly rate.
This Tentative Agreement will be effective upon approval by NON-SAFETY IAFF and City Council approval in open session via resolution. City and NON-SAFETY IAFF will update the MOU to reflect items 1-8 of the above tentative agreement. Item 9 will be implemented via departmental and/or City policy, procedure or practice upon approval by NON-SAFETY IAFF and City Council approval in open session via resolution.
TENTATIVE AGREEMENT
FOR CITY OF CHULA VISTA: FOR NON-SAFETY IAFF Local 2180:
Tanya aulsem Date. 0-28-3023 Date 6-28-23
Saver Aria 2
Tanya Tomlinsor
Human Resources Manager Lead Negotiator, Non-Safety IAFF Local 2180